Mgt/426 Learning Organization
Learning Organization Paper
MGT/426
Learning Organization Paper
In the modern business world, the working environments for all different types of business organizations have seen massive amounts of change. This factor is due largely in part to situations like globalization and the constant cycles of development in information technologies. Business organizations have no choice anymore but to face and accommodate this new business environment. Change in the business environment is never as easy as it seems, and each organization will face its own unique ways of implementing change. This means that management will have to formulate new methods of implementing change each time so that they are distinctive from the last change methods. Unfortunately, …show more content…
Senge (2006), defines a learning organization as “an organization where people continually expand the capacity to create the results the truly desire, where new and expansive patterns of thinking are nurtured, where collective aspirations are set free, and where people are continually learning to see the whole together”. In other words, an organization will become a learning organization when all members of the organization (management and front-line employees) learn to cooperatively develop, improve on, expand their abilities, and performance through openness and continuous learning based on previous …show more content…
These principles are a model to help a learning organization develop and maintain a learning environment. There are as follows: (Senge, 2006)
1. Personal mastery is a discipline of continually clarifying and deepening personal vision, the focusing of energy, development of patience, and of developing the ability to seeing reality objectively (Senge, 2006, Pg.7)
2. Mental Models are deeply ingrained assumptions, generalizations, or the pictures or images that influence the way we understand the world, and how we act accordingly to these images (Senge, 2006, Pg.8).
3. Building a Shared Vision is a practice of unearthing shared pictures of the future that foster genuine commitment and enrollment rather than general compliance (Senge, 2006, Pg.9).
4. Team Learning is a process that starts with dialogue, the capacity of members of a team to suspend assumptions and enter into genuine thinking sessions together (Senge, 2006, Pg.10).
5. Systems Thinking is the discipline that integrates the other four together (Senge, 2006,
MGT/426
Learning Organization Paper
In the modern business world, the working environments for all different types of business organizations have seen massive amounts of change. This factor is due largely in part to situations like globalization and the constant cycles of development in information technologies. Business organizations have no choice anymore but to face and accommodate this new business environment. Change in the business environment is never as easy as it seems, and each organization will face its own unique ways of implementing change. This means that management will have to formulate new methods of implementing change each time so that they are distinctive from the last change methods. Unfortunately, …show more content…
Senge (2006), defines a learning organization as “an organization where people continually expand the capacity to create the results the truly desire, where new and expansive patterns of thinking are nurtured, where collective aspirations are set free, and where people are continually learning to see the whole together”. In other words, an organization will become a learning organization when all members of the organization (management and front-line employees) learn to cooperatively develop, improve on, expand their abilities, and performance through openness and continuous learning based on previous …show more content…
These principles are a model to help a learning organization develop and maintain a learning environment. There are as follows: (Senge, 2006)
1. Personal mastery is a discipline of continually clarifying and deepening personal vision, the focusing of energy, development of patience, and of developing the ability to seeing reality objectively (Senge, 2006, Pg.7)
2. Mental Models are deeply ingrained assumptions, generalizations, or the pictures or images that influence the way we understand the world, and how we act accordingly to these images (Senge, 2006, Pg.8).
3. Building a Shared Vision is a practice of unearthing shared pictures of the future that foster genuine commitment and enrollment rather than general compliance (Senge, 2006, Pg.9).
4. Team Learning is a process that starts with dialogue, the capacity of members of a team to suspend assumptions and enter into genuine thinking sessions together (Senge, 2006, Pg.10).
5. Systems Thinking is the discipline that integrates the other four together (Senge, 2006,